In the agricultural sector, compliance issues are rather problematic due to the relative isolation of workstations, on-site accommodation in often lower barracks, and the lack of coverage of the labour schedule, rest and leave provisions of the Act11. To deal with this problem, farm workers must have the right to change employers when the accommodation is considered inferior or when room and restaurant costs are excessive or if they are not signed. This provision, if adopted, would create competition among employers to meet minimum standards and improve housing quality, as well as lower deductions on housing as long as there are sufficient alternatives for E-9 workers in agriculture. Many employees live in corporate residences. In 2015, more than 90% of workers had housing from their employer; Two-thirds of employers have paid their housing costs in full (Seol and Ko, 2015).5 The need for separate residences for men and women explains the employer`s preference for male workers. Employers of one or two workers can rent private housing for their employees. Accommodation provided by employees to the employer does not pay rent by EPS and is subject to a private contractual agreement between the employee and the employer.  CEE (2017), information on the article Newsis « Urgent revision of the work permit system that violates the human rights of migrant workers »:노 자 권 침해하는 고용허가 개정급 사 련 해명. Another way to improve the position of workers is to provide training. HRD Korea provided training to EPS staff during their stay in Korea. From 2010 to 2017, it provided 25,600 places for workers for 48 hours of training, organized on Saturdays through training centres across the country.
The training includes initial and continuing vocational training programs based on the employment sector. Advanced manufacturing courses focused on technical skills such as automotive repair and welding. The objective of the courses was to increase productivity; Additional qualifications also allow workers to access higher jobs in their companies and switch to E-7 visas. Since 2014, the number of courses offered by HRD Korea and the number of participants have decreased. However, employers organise training through direct contracts with training organizations. Compared to the total number of people employed by EPS, access to training opportunities is relatively limited (approximately 3% of EPS workers participate). In mid-2017, a second provision was created for the transition of E-9, E-10 and H-2 visas to E-7 visas with a point-based system. This visa, the E-7-4, allows candidates to qualify by obtaining points according to different criteria (work experience, income, age, knowledge of the Korean language and level of education, as well as considerations such as employment in the « root » sectors of employment). The E-7-4 was set up as a pilot project and limited to 300 visas that were immediately used; For 2017, a further 300 have been made available.
Only SMEs with fewer than 150 employees can sponsor a change, unless they are in the root industry. Depending on the size of the company and the industry, a change of status is limited at the company level, with companies authorizing only one or two changes to the E-7-4 per tower, depending on the size of the company and the industry: companies in the root industry with five or more employees may sponsor a change of status for an employee; other companies must employ at least 10 people. Companies with 50 to 149 employees can sponsor two employees. Companies in the root industry can sponsor additional E-7-4 applications, up to five depending on the size of the business.